SG CHAPTER 2 Strategic HRM.Data-Driven Decision Making, and HR Analytics 59 HR REASONING AND DECISION-MAKING EXERCISES MINI-CASE ANALYSIS EXERCISE: ORGANIZATIONAL CULTURE AND THE SUCCESS OF HR ANALYTICS

Describe 3 key elements of designing a team in HR department. Create 3 tasks for each team member, providing your reasoning for each team member assignment

Explain the role of a HRIS analyst.

Review and evaluate the new trends related to HRD in an environment that is challenging. What are the new trends? What are the new concepts or variables? Why the new concepts or variables important for today's environment? 2. If you were to propose a research study that tries to explain the impact of new challenges or forces toward the effectiveness of HRD, what variables would you include in the research model? Justify your choice of the variables based on the journal articles that you have read. 3. Suggest how would you implement the new concepts in your organization.

A. Find the tracking signal for each month. B. Does the model provide acceptable answers!

What is the process to perform Job analysis in an organization?

As an HRM student why do I have to study Essentials of Marketing?

what information or data is a tool that enables the executives to align the overall corporate strategy of the organization and its HR activities at the functional level and assist in data-driven decision-making.

6.       Which of the following is true of HR forecasting methods?   a Organizations should try to use both statistical and judgmental methods in forecasting labor and supply.   b In statistical methods, a "leading indicator" is an objective measure that accurately predicts future labor supply.   c Statistical methods are poor at capturing historic trends in labor demands.   d The predictions made via statistical methods are always more precise than those made via judgmental methods..

Give 5 initiatives on how the training and development team (HR department) can uplift the digital capabilities of the overall organization